After a first negotiation with Providence at Home with Compassus, our bargaining team worked hard and has reached a tentative agreement. On August 18, we will have a ratification vote. Please join the bargaining team at the vote and have any questions you may have answered.
Read MoreJoin your coworkers to prepare for upcoming negotiations and how to win a fair contract!
Read MoreOn August 6, we met with Capital Medical Center management to exchange proposals on retirement plans, wages, meal periods, and health insurance.
Over the past few years, health insurance premiums have risen sharply—especially for part-time nurses, who can pay more than $300 a month for coverage. We believe nurses should not bear these costly increases. Our proposal ensures:
No premium costs for full-time and part-time nurses for "employee-only" coverage.
No increases in premiums for the life of the contract.
We also proposed locking in contribution levels for both the 401(k) and a defined pension plan. Under the pension plan, Capital would contribute a percentage of gross wages each month to a pension trust, providing vested participants with a guaranteed monthly benefit for life. Vesting requires five years of service with a participating employer. Kaiser Permanente, St. Joseph Pharmacy Techs, and Jefferson Healthcare RNs already benefit from this program. We believe retiring with dignity is essential—and a pension plan helps retain experienced nurses and attract new ones.
The employer has not yet responded to our retirement or health care proposals but is expected to do so at our next session on September 10. This past session, management proposed a 24-step wage scale similar to the scales at CMC Techs, Auburn RNs, and Mary Bridge RNs. Our bargaining team countered with a 30-step wage scale that eliminates "ghost" steps and shortens the progression. While we do not agree with their proposed annual increases, shortening the scale offers potential benefits for nurses' wage growth.
We are closely watching our union siblings' negotiations at Providence St. Peter, and our goal is to secure a contract that keeps us competitive with St. Peter and other Multicare hospitals in the South Puget Sound region.
Until our next bargaining session, it's critical we show our unity and determination to win a competitive contract that improves staffing. Join us to pick up union swag:
For questions, reach out to your bargaining team or Union Rep, Kimberely Starkweather at 206-436-6515.
On August 8 we're excited to announce that members ratified our contract that includes historic wage increases for all job classifications! We came together to address recruitment and retention. Our bargaining team is proud of the work we've done and committed to continuing the work throughout the next three years.
Finalizing the Contract: Our union and Lourdes Counseling Center will now work to finalize and sign the new Agreement. Once completed, printed copies will be distributed and available online.
Wage Increases: Our new wages are in effect as of August 10! (First full pay period after ratification)
Please reach out to your bargaining team or your Union Representative, Juanita Quezada (509) 340-7407, if you have any questions or concerns.
On August 6, our Spokane Zenith vote concluded, and we're excited to announce that members voted overwhelmingly to ratify our union contract!
Read MoreThe session began with management presenting a comprehensive counter-offer covering all outstanding proposals, finally giving us a full view of where they stand. While their offer lacked meaningful movement, it did create space for productive dialogue throughout the day.
Read MoreOur Bargaining team will be holding a meeting at the UFCW 3000 Silverdale office this Thursday (08/07/2025) after our day of negotiations scheduled with Management.
Read MoreWe are excited to announce we finally have 3 bargaining dates scheduled: 8/28, 9/3, and 9/4. We will report out via email after the bargaining dates to update everyone. Thank you all for your questions regarding the bargaining process. We are eager and ready to begin.
Read More
I believe everyone has a voice and being on the bargaining team allows me to advocate for them and ensure their voices are heard.
In my spare time, I run a Facebook group to create and send greeting cards to people who live in assisted living facilities for every holiday and birthday. We send cards to over 800 people. Fun fact: in 2011, I auditioned for the X Factor and made it to the second round.
Certain contract language is being used against us and this should not happen. We want a fair contract and I am dedicated to making sure all staff and our department are protected from these becoming "new" precedents.
I love spending time with family — taking my son to Seattle Thunderbirds hockey games and going to outdoor concerts. Foo Fighters at the Gorge with the sunset behind and seeing Carlos Santana with my parents at the White River Amphitheatre are memories I’ll never forget.
I joined the bargaining team to ensure we get the best possible contract we can.
I'm a single mom of a beautiful daughter and for many years I worked with a nonprofit organization. I love to travel and one of my favorite places in the world is my grandparents' farm in Saskatchewan.
I am on the bargaining team to fight for better wages, better staffing, and a better working environment.
I like getting together with friends to play board games. Our current favorites are all world-building: Orleans, Viticulture, and Grand Austria Hotel. As a kid, my favorite game was Uncle Wiggily.
I care deeply about supporting my coworkers and making sure our voices are heard. I believe in standing up for fair working conditions, mutual respect, employees’ well-being and I’m committed to helping create a workplace where everyone feels valued.
I’ve been a pharmacist for 30 years, I have four children and three grandchildren…and goats, chickens, cats, and dogs. My favorite book is Les Miserables and when I’m not skydiving in Snohomish, I love tubing on rivers.
I am on the bargaining team to fight for fairness within our local contract — regardless of a member's location. I've worked at KPWA/Group Health for the past 31 years and this is my fourth time being on the bargaining team. My ultimate goal is to maintain our current benefits and ideally win at least, if not more, than what other KP regions have.
Outside of work (pun intended), I love to hunt elk and fish. Fun fact about me: I live a couple of miles from the house I grew up in.
For additional information reach out to a Bargaining Team Member.
For weeks, our LMC members collected survey responses about how poor communication and unclear expectations lead to stress and poor morale at Card Kingdom. On June 20, our Card Kingdom LMC met with management to discuss an agenda of workplace issues we compiled from your survey responses. At the end of the meeting, our committee delivered a compilation of powerful statements with a request attached: Card Kingdom management needs to host consistent roundtables with us to discuss issues, questions, concerns, and to repair morale and respect. The committee thoughtfully presented this letter of your statements and asked to meet again to hear their response.
As a result, Card Kingdom management met our demands by agreeing to host twice weekly roundtables with union members, management, and VP representatives!
This is a win we all can celebrate! We need to continue organizing together to use our powerful worker-led union at Card Kingdom where all of our voices can be heard. Roundtables are our space to organize, communicate openly, and give feedback with actionable results.
"Card Kingdom is at its best when everyone is able to come to work and do our best to both help each other out and help meet customer commitments with the trust that we know what's expected, why, and how to get there.... We also, crucially, want to be considered part of the community around the campfire, not just fuel to be burned."
— Labor Management Committee Letter excerpt
If you have any questions about upcoming roundtable meetings, please reach out to your stewards for support or call your representative Allison Hanley at (206) 436-6586.
Do you want to become a workplace leader, get involved in our Labor Management Committee, or become a shop steward? Reach out to one of your committee members or Allison Hanley to get involved!
Your Labor Management Committee: John Proudfoot, Aaron Sargent, Natalie Roggenbuck, and August Jones
On Thursday July 31, our bargaining team met with Crossroads Management for another negotiation session. Yet again, Crossroads underwhelmed us with their inadequate proposals and arrogant attitudes.
Read MoreOur union bargaining committee, representing the registered nurses at Providence Centralia Hospital is proud to announce that we have reached a tentative agreement on our new contract! Vote meetings have been scheduled, and all PCH RNs are encouraged to attend!
Read MoreOur bargaining team is recommending a YES vote on a proposed change to our contract language. The proposal includes important updates that would:
Increase access to certification premiums
Introduce two new job classifications with associated wage scales
Bargaining Team: Michelle Beattie, Tonya Smith
August 11, 2025
9:00 AM - 10:00 AM
Boardroom, North Valley Hospital
All relevant vote documents will be available at the vote.
UFCW 3000 members in good standing are encouraged to drop in the vote meeting, ask questions, read the proposal, and cast their vote.
Not a member yet? No problem! You can:
Reach out to our bargaining team
Contact your Union Representative
If you have any questions or concerns, please contact your bargaining team or Union Representative, Becky Latzel (509) 340-7370.
On July 30, we met again with Recovery Cafe. We made progress on outlining a grievance procedure to address potential contract violations that may arise throughout our contract. We also exchanged proposals regarding:
Read MoreOur bargaining team met with the employer on July 28 and 29 to start the process of building our first contract. We voiced our concerns on several issues and gave them some of our proposals.
Read MoreOn July 30, we met again with Dockside Cannabis management to continue negotiations toward your first union contract.
We responded to nearly all of the company's outstanding proposals and had productive discussions at the table. The management said they need time to review our responses, and we're currently working together to schedule our next bargaining dates.
After feedback about the current health insurance, we presented the company with union health plan options that offer better benefits at equal or lower cost for both employees and the employer.
Here's an example comparing one of the union plan options to the company's current base plan (for employee only):
| Plan Details | Current Company Plan | Union Plan Option |
|---|---|---|
| Deductible | $3,000 individual / $9,000 family | $250 individual / $500 family |
| Primary Care Visit | $40 copay | $10 copay |
| Specialist Visit | $40 copay | $25 copay |
These plans would provide significantly better access to care and much lower out-of-pocket costs. We've asked the company for more information so we can present exact rates for different coverage levels.
We're narrowing in on agreement in some key areas:
Seniority rights
Union Representation that includes access to worksite breakroom, bulletin boards, and clear shop steward rights
Discipline and Discharge like Just Cause language, which means you can't be fired or disciplined without a fair reason and a fair process
Grievance Procedure that includes a structured process for addressing workplace issues or contract violations
August 13
12:00 PM - 1:00 PM
August 13
3:30 PM - 4:30 PM
Bring your questions, ideas, or just come to listen!
Questions? Contact Aaron Bailey (360) 409-0551 or Chris Arellano 360-409-0241
On July 30 and 31, our rank-and-file bargaining team met with management and successfully reached a tentative agreement! We voiced our concerns regarding economic issues. The employer heard us, after 12 hours on the 31st, and we're excited to share how these historically significant wage increases will improve recruitment, retention, and safe staffing!
"Alone we can do so little; together we can do so much."
— Helen Keller
Now, it's time for us to come together and make our voices heard!
Say goodbye to a five-year contract and hello to a better future! We're taking action to ensure a brighter future for all workers.
August 8, 2025
6:00 AM - 10:00 AM
Lourdes Counseling Center, Cafeteria Room
All vote documents will be available at the vote
UFCW 3000 members in good standing are encouraged to drop-in the vote meeting, ask questions, read the proposal, and cast their vote.
Not a member yet? No problem! You can:
Reach out to our bargaining team
Contact your Union Representative
If you have any questions or concerns, please don't hesitate to reach out to your bargaining team or Union Representative, Juanita Quezada (509) 340-7407.
Bargaining Team: Marilyn Pritchard, Shanelle Cox, Joe Goodman, and Nichole Arnzen
On July 30, following vote meetings at all five stores, we're excited to announce that members voted overwhelmingly to ratify our Have a Heart union contract! Our bargaining team fought hard to uplift and protect our members, and we're ready to keep that momentum going as we look to the future.
Our union and Have a Heart will work together to finalize and sign the CBA. Once completed, print copies will be handed out to every store. In the meantime, the redline version of our contract will be available online on our website. Find your contract >>
The new wage structure will go into effect immediately, and anyone whose 2025 anniversary date has already passed will begin receiving their applicable raise. Check the redline or vote summary to determine your increase.
If you have any questions, please reach out to your Union Rep, a member of our bargaining team, or your steward!
Union Rep Aaron Bailey abailey@ufcw300.org or call (no text) 206-436-6631 for any questions.
After two bargaining sessions, we are proud to announce that we have reached a tentative agreement with Duty Free America management!
From the beginning, our goal was clear: to improve compensation, recognize your years of service, and build a workplace culture that supports and retains staff. Our collective efforts at the bargaining table have secured significant improvements.
Some of the highlights of the agreement we reached include:
Increased PIC premium
Increase to annual wage increases for all classifications
Improved union access language
New additional floating holiday
New union leave language
Longevity bonus after 10 years of service
Improved PTO payout language
Improved dress code
Improvements to scheduling language
Increased hire-in rate
Vote on Tentative Agreement
August 11
7:00 AM - 9:00 AM
2:00 PM - 4:30 PM
Breakroom
The vote will be in-person. UFCW 3000 members in good standing are encouraged to drop-in to a vote meeting, read the tentative agreement, ask questions, and cast their vote. You can sign up to be a union member on the day of our vote or by calling Membership Services at 1-866-210-3000 prior to the vote.
Your bargaining team recommends a "YES" vote!
Since late May, your RN bargaining team has been at the table fighting for real solutions to short staffing and unsafe conditions. We've put forward proposals that reflect your priorities—better staffing, competitive pay, and stronger protections. Instead of engaging in meaningful dialogue, management has dismissed our proposals and violated key parts of the contract we already have.
We've filed grievances to address the Hospital's repeated violations of our current CBA:
"Flex Time": Management is low censusing RNs, then expecting them to remain on-call without providing on-call pay. Article 7.6 is clear: RNs are not required to be on-call for all or part of a shift they were scheduled for and then low censused from. Changing start times or forcing nurses to wait by the phone—without compensation—is a contract violation.
In-House Registry Pay: Under Article 12, nurses working in-house registry shifts beyond their FTE are owed 1.5x pay—no 40-hour condition applies. Management is withholding that pay and claiming they can revoke it at will. That's not how our contract works—and we're fighting back.
These issues all point to a pattern: Capital Medical wants more out of nurses—more flexibility, more hours, more patience—without paying more. That's unacceptable.
Capital Medical Center is expanding services and asking more of RNs every day, yet refusing to invest in staff. We've proposed:
Double pay for all extra and vacant shifts
Premium pay increases
Competitive wage increases and removal of ghost steps
Break relief RNs for every unit
Safe staffing ratios and enforceable staffing language
An additional holiday and expanded holiday pay for night shift nurses
Increased PTO and EIB usage from day one
Capital Medical rejected these proposals—while claiming they want to compete with Providence St. Peter. If they're serious, they need to invest in nurses.
Instead, nurses are being told daily about how to take breaks on time—without enough staff to cover those breaks. We've been clear: no break relief RNs and short staffing = no missed and untimely breaks.
Nurses are stretched thin. Morale is low. And instead of investing in the workforce, Capital Medical is rejecting commonsense proposals.
We are continuing to push management to take these issues seriously. Our next bargaining session is August 6 and our contract will expire September 30, 2025.
If you have any questions, please contact your bargaining team or Kimberly Starkweather, Union Rep (206) 436-6515.
Bargaining team: Dennis Verellen, ICU; Bonnie Verellen, L&D; Holly Bruckner, ED; Cindy Dixon, PCU
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
